Free Essay - Staffing the Organisation

My recommendation on Elizabeth on how she should recruit talented candidates to develop Team GBA is by using realistic job previews (RJP). Since the focus is one the recruitment stage, the use of the RJP theory will help Elizabeth communicate the positive and negative elements of the job to the prospective employees. RJP provides the job applicant with details of what the applicant should expect while working for the company. The applicant will thus be aware of the company’s policies, work environment, schedule flexibility, job expectations, and pay among other details. ( RJP is not for this purpose, please search it : https://en.wikipedia.org/wiki/Realistic_job_preview#Benefits_and_criticisms Moreover, please read the article that I send to you)

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An RJP offers a realistic vision of what a job is, showing the positive and negative aspects of it. The candidate will not only know in advance what their daily tasks and challenges will be, but they will also know if there is a good fit between the position and what they want to do. Potential candidates are presented with typical scenarios from the workplace and asked what they would do in those situations (Breaugh, 2008). Feedback is provided immediately and customized based on the answers provided. Potential candidates not only learn about the daily challenges and roles of the role but also find out if and how much the job matches what they want to do. Interested candidates will be more motivated to apply and the organization will start interacting with them early on in the recruitment process.

An RJP of the job offers potential applicants the opportunity to quickly get an idea of life within a job role or sector so they can choose whether to move on or continue with the application. In this case, candidates will have realistic expectations of that type of job and are more likely to adapt better to the company. It also influences employee retention since candidates who have a better understanding of the type of job tend to stay longer in the organization. It also saves time and resources for both the company and the candidate because it allows a large number of candidates to assess themselves and decide whether to apply or not (Breaugh, 2008). Case studies show that using realistic job previews increases the number of most suitable candidates. It also improves the candidate experience because, in many companies, each potential candidate also represents a potential customer. A positive and fun interaction leaves an excellent impression of the company.

When it comes to the IT department, through the use of an RJP, Elizabeth will inform applicants what their expected job will entail, for example, monitoring and maintaining computer systems, installation and configuration of computer hardware, and responding to service issues. Sometimes, the IT staff are overwhelmed with a high workload and dealing with enormous amounts of data. Applicants that cannot work in such a demanding environment will be eliminated thus helping Elizabeth remain with a core group of applicants that can handle all the pressure and work demands efficiently and quickly. While recruiting in the finance department, through using RJP, Elizabeth will inform applicants about their jobs, for example, the preparation of budgets, reconciliation of yearly transactions, management of receipts and records, and coordinating with other departments regarding accounting and financial matters. Sometimes, the staff face many challenges including presenting financial data on time, ensuring that budgets are correctly projected, and ensuring regulatory compliance. For applicants that cannot be able to handle these challenges, they will be eliminated.

The use of RJP in the examples provided above will contribute to increasing self-selection, that is to say the fact that a candidate chooses to complete or interrupt the process knowingly. This helps build a pool of candidates who are more compatible with the job and therefore makes staffing more efficient from an employer's perspective.

The para3 and 4 is good content, but could you apply on the situation which Elizabeth mentioned? Don't only talk the advantage of the RJP, you should apple RJP on our case. How RJP will help for Elizabeth? As it department as an example. Such as how RJP can help Elizabeth to hire IT staff?

References

Breaugh, J. A. (2008). Employee recruitment: Current knowledge and important areas for future research. Human Resource Management Review, 18(3), 103-118. https://doi.org/10.1016/j.hrmr.2008.07.003

DeOrtentiis, P. S., Van Iddekinge, C. H., Ployhart, R. E., & Heetderks, T. D. (2018). Build or buy? The individual and unit-level performance of internally versus externally selected managers over time. Journal of Applied Psychology, 103(8), 916-928. https://psycnet.apa.org/doi/10.1037/apl0000312